Challenging DEI Training in the Corporate World: A Personal Perspective

DEI (Diversity, Equity, and Inclusion) training in the corporate world is increasingly coming under scrutiny, with some even calling it political nonsense. In this article, we explore the experiences of a professional who has faced these challenges and how such training has impacted their career.

The Case Against DEI Training

For many, DEI training is seen as a necessary measure to promote inclusivity and equity within organizations. However, my own experiences highlight the potential drawbacks of such training. I have encountered sexist and racist behavior exclusively during my tenure with the government in a liberal state, where the AA (Affirmative Action) department seemed to struggle in addressing discrimination.

As a female person of color, my concerns about discrimination were not adequately addressed. Instead, I was often manipulated to achieve personal agendas, leading to a decline in the quality of goods and services and a significant hit to employee morale. When in charge, and when those in managerial positions were under my supervision, I emphasized that genuine experience, education, and prior employment deserved precedence over DEI training.

Propaganda and Misinformation

The support for DEI is often associated with opposition to patriotism. My own observations and experiences have led me to believe that the current Democratic party is a malignancy. From Bidenomics, the "Green Agenda," to the supposed non-existence of global warming, and the push to eliminate fossil fuels, I view these initiatives with skepticism and mistrust.

Historical Perspective and Personal Experience

Before the term DEI became common, I worked for the City of San Diego, where sensitivity training was mandatory. While I found little value in this training, some colleagues did grumble about it. Despite having a strong educational background, I still gained insights and knowledge through this training, particularly from those who lacked awareness of current issues.

One surprising revelation was that the Assistant Chief of Police, a Ph.D. in Human Relations, was one of the most enlightened individuals in my group. His background as a police officer who had gained respect through heroic actions did not make him any less capable of understanding and addressing issues of discrimination. This personal insight highlights that DEI training is essential for many individuals, regardless of their background.

For organizations to function effectively, employees must collaborate and understand each other's diverse experiences. DEI training is crucial in fostering this understanding, especially in the face of widespread ignorance, bigotry, and racism present in the country since Trump's election. By promoting awareness and fostering inclusive environments, these training programs can significantly contribute to a more cohesive and effective workforce.

In conclusion, while there may be valid concerns about the implementation and effectiveness of DEI training, it remains a vital tool for promoting diversity, equity, and inclusion in the corporate world. Personal experiences and objective insights reveal the value of such training in addressing systemic issues and fostering a more inclusive workplace environment.